Selection

Work sample tests this is used Psychologically to test the employee-selection and assess an individual's ability to learn the required skills and to perform the tasks associated with a particular job. Also called trainability test...

This will give a good indication on how well the person is doing individually and states his abilities. This could be used to gain skills from the test and, any people use this and the results form it to know where they need to improve however those that will panic may loose about as this test requires composure and calamity...

This is used when the senior roles are given and candidates must have a clear insight of the company, this is something that would happen before taking the test and the person would actually do the test to the best of their ability, people with certain learning difficulties may also lose out unfortunately, just as those who lack composure.

This method is a great way to define how well one is working however the actual bad part about it is some people with disabilities may not gain as much from it.

Formal interview are the constancy of limited questions to a group of people or to be frank, applicants.

The three selection methods are:

CV handling, then it is interview process and after that will be the references,
The pros and cons for it are various some are distinguishable, for example, a

CV will not allow the recruiter to see the person put his skills in to practice however it will show a good view of what sort of person they are embarking with,
Interviewing someone will allow the employer to see a rough estimation of the worker however the worker will be on his best behaviour therefore making some deceptive acts.

Referencing is another part that has plus points and negative points at the same time, the thing with referees is that they are always going to be biased if they know the person personally; however the good point is that they cannot lie and point out actual skills.

When interviewing one person in the university it showed me how effective a personality test could be, despite this there is a slight doubt in my mind that they are 100% accurate, they states that the personality test are very useful for some people but others really could be misjudged as they were in their own personal experience, therefore they were displeased with the overall result but wouldn’t mind a retest like myself in the future.

When being interviewed the panel of directors who are actually scouting to recruit one of the people applying will be making the most out of what they are doing, why/ because they will focus on every aspect of what their candidates are displaying and they will effectively decide who is most suitable.

Interviews are all about confidence, they define how well a person’s reacts to situations that are tense, also shows a person’s confidence and composure, the confidence of a person is a huge part in an interview as the interviewer will look for this in the job, therefore I think that the confidence factor plays a huge part.

I was interview for a job and I was asked many questions related to what I will be doing in the specific job role, however when I was trained I was noted as a confident person throughout, it’s not only the experience that they would look for but more like the personality as well, this would be the key influence in a person getting the job, also the manner in which they present themselves.

Because I was confident there was a good interview which I had completed, this was because I had answered the questions in a confidence manner without rambling on and on, I really took confidence from this and I felt that it was a good chance to learn for the future, I showed clear understanding of the interviewers questions and confidence was the key; as always.

Personality Tests allow people to be indicated in to what type of person they are, they can give people a great opportunity and show them paths down roads they were never aware of before however it could also limit their chances in some cases.

The problem with personality test is that they can sometimes be very harsh to the person, especially if they are incorrect like my test results were slightly, however the best thing to do in that situation is ,make the most out of all the questions that are asked and hopefully they will be fully correct.

In future I would recommend for a more eased out interview that allows some people to be less intimidated by the people who are asking them why they think they are worth the job, also personality tests are sometimes very misleading and could crush a person’s hopes, therefore I think that in the future it would be a great idea to conduct more easier interviews, perhaps r9le plays of a situation the candidate may have to deal with in the working world. .

References:

CIPD (2010). Selection Interviewing [Online] Available from: http://www.cipd.co.uk/subjects/recruitmen/selectn/selnintvg.htm [Accessed 5 April 2010]

Walsall Council, (2010). Recruitment Process [Online] Available from: http://www.walsall.gov.uk/index/jobshop/recruitment_process.htm [Accessed 5 April 2010]